Cost Reduction Without Employer Investment 2010


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Cost Reduction Without Employer Investment 2010

  1. 1. Healthy People 2010 Grant A new Grant to assist your organization in having a healthier, happier, more productive, and less expensive workforce.
  2. 2. Clarify Purpose Of Today’s Discussion <ul><li>It is NOT to sell you anything </li></ul><ul><ul><li>We are a non-profit and operate off grant money </li></ul></ul><ul><ul><li>Thus, we are actually educating on free resources available and the importance of the subject matter </li></ul></ul><ul><li>Discuss best practices used by employers to improve the health of their workforce </li></ul><ul><li>Become familiar with practical strategies to design and implement an effective program resulting in a proactive benefit plan design </li></ul><ul><li>Clarify that options do exist without any employer investment </li></ul><ul><li>Motivate you to pursue a proactive benefit plan design regardless if you elect to participate in the Grant </li></ul>
  3. 3. Speaker Background <ul><li>Graduate degrees in Public Health (MHA) and Finance (MBA) </li></ul><ul><li>Employment History </li></ul><ul><ul><li>In the healthcare industry since 1989 </li></ul></ul><ul><ul><li>First job post-graduate school was in a large insurance company developing new health plan products </li></ul></ul><ul><ul><li>Senior Consultant with Deloitte & Touche developing self-funded benefit plans for large public and private employers </li></ul></ul><ul><li>Experience </li></ul><ul><ul><li>Developed and implemented programs in over 500 employers nationally </li></ul></ul><ul><ul><li>Trained over 400 health coaches </li></ul></ul><ul><ul><li>Trained over 100 Risk Management Consultants </li></ul></ul><ul><li>Personal </li></ul><ul><ul><li>Married with four children (12, 11, 10, and newborn) </li></ul></ul><ul><ul><ul><li>Now you know why I lost my hair! </li></ul></ul></ul>
  4. 4. Introduction To The Wellness Chamber <ul><li>Began in 1999 </li></ul><ul><li>Formed to assist employers in the identification and mitigation of employees’ behavioral and lifestyle risks which drive cost to employer </li></ul><ul><li>Work with employers (single and multi-location) of all sizes and industries nationally including: </li></ul><ul><ul><ul><li>School districts </li></ul></ul></ul><ul><ul><ul><li>Cities/counties </li></ul></ul></ul><ul><ul><ul><li>Service organizations </li></ul></ul></ul><ul><ul><ul><li>Manufacturers </li></ul></ul></ul><ul><ul><ul><li>Distribution and transportation companies </li></ul></ul></ul><ul><ul><ul><li>Non-profits </li></ul></ul></ul><ul><ul><ul><li>And just about every other type of employer/organization! </li></ul></ul></ul><ul><li>Our programming has been implemented by 1,000+ employers </li></ul>
  5. 5. Information On The HP 2010 Grant <ul><li>Goal of Healthy People 2010 is to get 75% of employers to implement a comprehensive health promotion program with 75% participation </li></ul><ul><li>The Grant is open to all employers willing to agree to minimal participation requirements </li></ul><ul><li>The US Wellness Chamber was awarded the Healthy People 2010 Grant because of several reasons: </li></ul><ul><ul><li>Holistic approach to wellness and health promotion </li></ul></ul><ul><ul><li>Even without the Grant, Membership in the Wellness Chamber is affordable and applicable to employers of any size </li></ul></ul><ul><ul><li>Scalable model with customized implementation meeting the needs of basic or advanced client requirements </li></ul></ul><ul><ul><li>High-touch model featuring an assigned Corporate Health Coach and a Risk Management Consultant with on-site programming on a year round basis </li></ul></ul>
  6. 6. A Holistic View On Health & Wellness Three Components of Wellness
  7. 7. Why Wellness Now? Risk Drives Cost! <ul><li>How much is employee risk costing you in lost productivity, increased absenteeism, and excess claims cost? </li></ul><ul><li>If you aren’t measuring it, you can’t manage it! </li></ul>
  8. 8. More Discussion On Risk & Cost <ul><li>Risk is an accurate predictor of cost even before claims are made </li></ul><ul><li>For example, employees with these risks are predicted to incur the referenced medical/drug “excess costs”: </li></ul><ul><ul><li>High blood pressure, ~$1,200 of “excess costs” </li></ul></ul><ul><ul><li>Sedentary lifestyle , ~$500 </li></ul></ul><ul><ul><li>Overweight , ~$600 </li></ul></ul><ul><ul><li>Stress , ~$300 </li></ul></ul><ul><li>The same can be calculated based upon expected productivity loss: </li></ul><ul><ul><li>Stress , 4% productivity loss </li></ul></ul><ul><ul><li>Smoking , 3% </li></ul></ul><ul><ul><li>Sedentary lifestyle , 2% </li></ul></ul>
  9. 9. Six Components Of An Effective Behavioral & Lifestyle-Based Risk Management Program
  10. 10. Monthly Wellness Workshops
  11. 11. Intervention As A Voluntary Benefit <ul><li>Rather than push the cost to employers, employees have the option to participate in additional services to improve their wellness/reduce their risk on a payroll deducted basis. </li></ul><ul><li>Four typical optional components include: </li></ul><ul><ul><li>Intervention for physical/mental risks </li></ul></ul><ul><ul><ul><li>Face to face health coaching </li></ul></ul></ul><ul><ul><ul><li>Creation of a Health Improvement Plan using SMART goals </li></ul></ul></ul><ul><ul><ul><li>Monthly meetings to support and hold accountable </li></ul></ul></ul><ul><ul><li>Intervention for legal/financial risks </li></ul></ul><ul><ul><ul><li>Assistance with legal and financial stressors </li></ul></ul></ul><ul><ul><li>Small group classes, i.e., weight management </li></ul></ul><ul><ul><li>Expanded Bio-Metrics i.e., Cholesterol, Glucose, etc. </li></ul></ul>
  12. 12. Typical Logistics Of An Implementation <ul><li>An experienced Risk Management Consultant will have a complimentary consultation with you to identify goals, incentives, timeline, etc. </li></ul><ul><li>Wellness Launch will be held at your location </li></ul><ul><ul><ul><li>Collection of bio-metrics </li></ul></ul></ul><ul><ul><ul><li>~45 minute session to kick-off program, complete HRAs, etc. </li></ul></ul></ul><ul><ul><ul><li>Includes enrollment of voluntary, payroll deduction options </li></ul></ul></ul><ul><ul><ul><li>Multiple sessions can be held to accommodate different shifts/locations </li></ul></ul></ul><ul><li>Receive aggregate report identifying employee populations’ risks to create a baseline </li></ul><ul><li>Monthly Wellness Workshops held on-site </li></ul><ul><ul><ul><li>~30 minutes per Workshop </li></ul></ul></ul><ul><ul><ul><li>Held at times to prevent loss of work/productivity </li></ul></ul></ul><ul><ul><ul><li>Multiple sessions can be held to accommodate different shifts/locations </li></ul></ul></ul>
  13. 13. FAQs <ul><li>What if my employees aren’t interested? </li></ul><ul><ul><ul><li>Successful programs average 97% employee participation when employers follow best practices. </li></ul></ul></ul><ul><li>What is the key to get employees engaged in their health improvement? </li></ul><ul><ul><ul><li>During the risk identification phase, each employee’s readiness for change must be identified for each presenting risk factor. </li></ul></ul></ul><ul><li>Doesn’t my health insurance already do all of this? </li></ul><ul><ul><ul><li>Typically not the following: </li></ul></ul></ul><ul><ul><ul><ul><li>Paper-based Health Risk Assessments for all employees and spouses regardless if they are on plan or not </li></ul></ul></ul></ul><ul><ul><ul><ul><li>On-site collection of bio-metrics without charge </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Face-to-face consultations for all employees post-HRA </li></ul></ul></ul></ul><ul><ul><ul><ul><li>On-going on-site education sessions </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Wellness-based intervention rather than medically-based </li></ul></ul></ul></ul>
  14. 14. Quiz <ul><li>What is the first step to reduce health insurance claims/cost and to improve employees’ health? </li></ul><ul><li>Why does face-to-face involvement of a local health coach make a difference in employee engagement? </li></ul><ul><li>Why is it important to incorporate clinically obtained bio-metrics into the data collection? </li></ul><ul><li>Why is on-going education an important part of a successful program? </li></ul><ul><li>How much is your employees’ risk costing you in predictable “excess costs”? </li></ul><ul><li>How much do employers have to pay to participate in the Healthy People 2010 Grant? </li></ul><ul><li>Why would an employer not want to pursue a proactive approach to risk identification and mitigation if no cost were involved? </li></ul>
  15. 15. More Information <ul><li>[email_address] </li></ul><ul><li>United States Wellness Chamber of Commerce </li></ul><ul><ul><ul><li>Toll Free: 800-429-4556 </li></ul></ul></ul><ul><ul><li> </li></ul></ul>